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A Resignation Letter (Kündigungsschreiben) is your formal written notice to end your employment contract in Germany. It documents your decision to leave your job and typically includes your intended last working day, while following the notice periods set out in your employment agreement or collective bargaining agreement.

Under German labor law, this letter must be in writing with your physical signature - electronic versions aren't legally valid. The standard notice period is four weeks to the 15th or end of each month, though your contract may specify longer terms. A clear, professional resignation letter helps maintain good relationships and ensures you meet all legal requirements for a smooth transition.

Submit your Resignation Letter when you've made the firm decision to leave your job in Germany. Key timing situations include accepting a new position elsewhere, relocating to another city, or pursuing further education. Remember that German law requires written notice - sending this letter starts your official notice period.

It's essential to check your employment contract first, as German notice periods vary widely. Standard contracts require submission four weeks before month-end, while senior positions often need three to six months' notice. Missing these deadlines could legally bind you to stay longer or face penalties. During probation periods (Probezeit), shorter two-week notice rules apply.

• 2 Week Notice Letter: Standard format for resignations during probation periods (Probezeit), meeting German law's minimum notice requirements
• Letter Of Resignation For A New Job: Professional format explaining transition to new employment, maintaining positive relationships
• Retirement Letter To Employer: Specialized version for ending employment due to retirement, often requiring longer notice periods
• One Week Notice Letter: Short-notice format for specific situations allowed under German employment law or special contract provisions

• Employees: Draft and submit the Resignation Letter, ensuring it meets German legal requirements and contractual notice periods
• HR Managers: Receive and process resignations, verify compliance with employment contracts, and initiate offboarding procedures
• Direct Supervisors: Acknowledge the resignation, plan for knowledge transfer, and manage team transitions
• Works Council (Betriebsrat): May need to be informed of resignations, particularly in larger German companies
• Legal Department: Reviews complex cases, especially for senior positions or when special contractual terms apply

• Contract Review: Check your employment contract for specific notice periods and any special termination clauses
• Personal Details: Gather your employee ID, department name, and current position title
• Timeline Planning: Calculate your last working day based on German notice period requirements
• Document Format: Prepare for physical paper format - digital submissions aren't legally valid in Germany
• Manager Details: Confirm your direct supervisor's correct title and name for proper addressing
• Handover Plan: List key projects and responsibilities to mention in your transition offer

• Header Information: Your full name, address, employee ID, and company details with recipient's name and title
• Clear Intent Statement: Explicit declaration of resignation (Kündigung) in the first paragraph
• Last Working Day: Specific end date that complies with German notice period requirements
• Physical Signature: Your handwritten signature - digital versions aren't legally valid in Germany
• Date and Location: Current date and city where the letter is signed
• Professional Closure: Brief appreciation note and handover offer, maintaining positive relations

A Resignation Letter differs significantly from an Employment Reference Letter (Arbeitszeugnis) in German labor law. While both relate to employment endings, they serve distinct purposes and have different legal requirements.

• Direction of Communication: Resignation Letters flow from employee to employer, while reference letters are issued by employers to employees
• Legal Obligation: German law requires employers to provide reference letters upon request, but resignations must come voluntarily from employees
• Timing and Purpose: Resignation Letters initiate employment termination, while reference letters document work history after employment ends
• Content Requirements: Resignation Letters focus on notice periods and end dates, whereas reference letters must provide detailed performance assessments following strict German "positive language" conventions
• Legal Protection: Reference letters are subject to the "duty of benevolence" principle in German law, while resignation letters primarily follow contract law requirements